Page 121 - Hurst FY19 Approved Budget

Managing the cost of healthcare while sustaining benefits continues to be a challenge for
employers, including the City. Several strategies have been considered and implemented
to maintain the balance of cost. This year, the city introduced an in-network only plan
option for health insurance. Claims incurred continue to be the largest expense tied to
health and dental care, so the City remains committed to wellness efforts. Employees
and their eligible dependents may participate in the City’s Wellness Program and
receive incentives for participation. Programs include health screenings, educational
opportunities, flu shots, and individualized coaching with an experienced Wellness
Coordinator.

The City of Hurst participates in the Texas Municipal Retirement Systems (TMRS) for
eligible employees. Since November 2000, any employee of the city who was a member
of TMRS would be eligible to retire and receive a service retirement annuity if the
member has at least 5 years of credited service and is at least age 60 or has at least 20
years of credited service at any age. The employee contribution for the Texas Municipal
Retirement System is 7% of employee wages and the City matches contributions 2:1
in retirement. Employee contributions are tax deferred. City employees participate in
the Federal Social Security program and the City matches employees’ contributions.
Employees working 1,000 hours or more have a third method for retirement savings
through contributing to a deferred compensation plan (457 plan) with tax-deferred
dollars.

Regular full-time employees receive longevity pay that is based on the number of
completed years of service starting at four dollars per month for each year and increasing
to a maximum of $210 per month with thirty years of service.

Additional benefits for regular full-time employees include 15 days of accrued sick leave
per year with unlimited carry over allowance and a minimum of 10 vacation days and
9 holidays per year. The city offers partial reimbursement of tuition upon satisfactory
completion of job-related courses subject to the Education Tuition Reimbursement
program guidelines. A variety of rewards and recognition programs are also provided
to employees.

It is a financial policy of the City to fund positions at their full annual cost for budgetary
purposes even if it is projected that vacancies might occur. Personnel Services are a
major portion of the budget at 72% of the General Fund. A personnel table of approved
full-time equivalent positions by department/division for four years and an analysis of
changes for fiscal year 2018-2019 are shown below.

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